Investments lead to hiring at many startups

According to some business experts, before a company begins hiring aggressively, many will first obtain an investment.

For instance, EverFi, an educational firm based in Washington, D.C., started the process of filling new positions after it was able to raise $10 million, the Washington Post reports. Many hiring experts say that the money-raising process, which often results from investments from venture capital funds, helps the economy move forward.

“As these start-ups grow and become more established companies, they become real engines of job growth at a really significant level,” said StartUpHire co-founder Steve Fredrick in an interview with the newspaper. “Often they’ll IPO and continue to add thousands and thousands of new employees as they grow.”

When firms grow at a quick pace, some will call in a hiring consultant to help figure out the best ways to handle the process. The Vancouver Sun reports that British Columbia-based Alliance Truss brought in a consultant to help deal with the 25 percent yearly growth in staff.

Solving the Employment Paradox

As we enter the dog days of summer, economic signs point to the fact that the US economy is heating up along with the weather. Just this morning, US government figures noted that 163,000 jobs were added in July, although overall unemployment ticked up to 8.3%.  As this article states, the disparity in unemployment figures is translating into an interesting paradox: despite overall employment remaining high, professional unemployment remains under 5%, which is considered full employment by most experts. Employers, lulled into a false sense of complacency by the overall jobs report, are discovering that they can’t find the true impact players that they seek and are inundated by resumes of the chronically unemployed. Also, candidates have several more opportunities available than before and are becoming more selective. In order to solve the employment paradox, you need an organization like TRG that can help you find that ever-elusive top talent before your competition does.  So how can we put our services to work for you?  

Shawn Barley
The Richmond Group USA

The “Recruiter Survey”

The “Recruiter Survey” article discusses the “candidate-driven” market. We cautioned our clients about this phenomenon last year and discussed it again in our January newsletter.  The article also discusses rising compensation and the “do more with less” approach. We have advised our clients of both subjects in the past year.  These create obstacles for companies in filling vacancies. That said, the article approaches a subject that needs further attention, which truly bottlenecks nearly every hiring process.  It exists when employers are afraid to make the “wrong hire” or wait for the “perfect candidate”.  This creates a challenge and sometimes an unwinnable situation for recruiters of all levels. “But that is why we pay you” says the hiring manager. Not entirely true. Good recruiters help manage the process, including advising hiring managers of the challenges in confidentially securing the right hire, conducting behavioral interviews, eliminate downtime, and anchor and prepare the Qualified and Interested candidates to the process. Your best ally is a recruiter who truly understands your company, one who secures the candidate(s) who complement the company culture. There is a lot more to this than merely finding qualifications. It is why employers have a greater chance of a successful hire when they are flexible on qualifications, thus picking the top 2-3 things a candidate must have. Flexibility includes compensation, relocation and many other criteria, especially in scenarios when it is an urgent hire. Combine these simple suggestions with open communication and your company can cross off those unfilled positions.

Zach Price
The Richmond Group USA

Available Talent!

We are seeing what I call the “talent war” picking up again. Companies are once again competing for top professional talent. Candidates are receiving multiple offers, and then counter offers. Employed candidates are open to a change, and ready to make a move from their current employers. 

We find that the most successful organizations focus on what talent they need, and then have a plan to develop and retain that talent. Those companies get a jump on growth, and a jump on their competition! 

PeopleSolutions can identify the talent, and handle the details of getting the qualified candidates in front of you. Whether you need someone for a specific project, want to consider a contract to direct hire, or a direct hire, please give us a call at 804/288-6035, and let’s talk about it! 

Enjoy the Summer. 

Tom Bailey

PeopleSolutions

President

July was a little flat, but talent is still moving

Things flattened out a bit for manufacturing in July, but it’s hard to draw too many conclusions for the future.  The stock market keeps shrugging off major concerns regarding the financial stability in Europe, the softening of manufacturing in China, and the uncertainties of the upcoming elections.  Overall manufacturing continues to be a bright spot in an otherwise tepid recovery, including the addition of 25,000 new jobs in July.

The manufacturers that we work with seem to be taking a more aggressive approach to their businesses.  They are hiring more sales and marketing talent, and continuing to upgrade talent across the board.  We are also seeing salaries on the rise as the talent pool shrinks and companies are handing out raises as a preventative measure to keep their talented individuals from looking for more lucrative opportunities.

Bruce Peacock, CSAM
The Richmond Group USA

BLS Employment Situation Report: July 2012

Total employment in the U.S. grew by 163,000 positions in July
as the unemployment rate grew from 8.2 to 8.3 percent, according to
the Labor Department. Forecasts by economists estimated only
100,000 jobs would be added during the month. Job growth was at its
highest level in five months, and if trends hold, could signal the
beginning of a more robust period of job growth going into the end
of the year.

Of the four categories of unemployment–job losers, job leavers,
new entrants and reentrants–only one, reentrants grew during the
month. While it statistically means a rise in the unemployment
rate, it most commonly is looked on as a positive that once
discouraged or disfranchised workers are returning to the job
market. Year-over-year, the number of workers marginally attached
to the labor force–meaning they have looked for a job in the last
12 months, but not in the last four weeks–has fallen from 2.8
million to 2.5 million.

The professional and managerial unemployment rate fell from 5 to
4.8 percent year-over-year, while the unemployment rate for those
with bachelor’s degree or higher remained flat at 4.1 percent. Over
the last year, the unemployment rate has fallen for almost every
industry, except for mining and oil and gas extraction, up from 6
to 7.6 percent, and education and health services, up from 5.9 to
6.5 percent. The mean length of unemployment fell substantially in
July to 38.8 weeks from 39.9 weeks while the median duration fell
from 19.8 weeks to 16.7 weeks.

Temporary employment grew by 14,100 positions in the month,
while food services and drinking places added 29,400 positions.
Healthcare employment grew by 12,000 positions and educational
services grew by 19,100. Computer systems design and related
consulting added 7,000 jobs. The only two sectors to see meaningful
declines included non-residential specialty trade contractors
(9,500) and utilities (8,000).

July’s numbers were the first positive indication out of the
Labor Department’s monthly report since February, with job growth
again outpacing general population growth. Shortly after the
numbers were released, U.S. equities markets responded positively
as traders hoped for an early sign of a new period of more
substantial job growth in the coming months. It will be one or two
months before we can see if this is a trend or a blip, but
indications from the past several years give us reason to expect
increasingly strong job growth for the balance of the year.